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Childcare Leave and Caregiver Leave changes
Impact date: 1 October 2025 From 1 October 2025, employers are required to select and implement two or more of the following five items for workers raising children from the age of three until they enter elementary school:
- Changes to work start times, etc.
- Allowing teleworking (ten or more days per month)
- Providing childcare facilities and equipment
- Providing leave to make it easier to raise children while working (ten days or more per year) and
- Allowing shorter working hours. Workers may choose one measure from among those implemented by the employer
Employer implications/action needed Employers should amend their childcare leave rules to comply with the amended law.
Employer risk Failure to comply with the new regulations may result in informal counsel, administrative guidance, or a formal corrective recommendation, and failure to comply with such a recommendation may result in public disclosure of the employer’s non-compliance.
Childcare Leave and Caregiver Leave changes
Impact date: 1 October 2025 From 1 October 2025, employers must confirm a worker's preferences regarding the following matters when the worker notifies the employer of their own or their spouse’s pregnancy, childbirth, etc., and again at an appropriate time before the worker’s child reaches the age of three:
- Working hours (start and end times)
- Workplace (location of employment)
- Period of use of systems supporting the balance of work and childcare such as childcare leave, short-time employment etc. and
- Employment conditions facilitating the balance of work and childcare (workload, review of working conditions, etc.).
Employers should make efforts to consider necessary arrangements such as adjustment of working hours, workload, etc., in light of the company’s situation.
Employer implications/action needed Employers must revise their nursing care leave rules or establish a system to comply with the revised law.
Employer risk Failure to comply with the new regulations may result in informal counsel, administrative guidance, or a formal corrective recommendation, and failure to comply with such a recommendation may result in public disclosure of the employer’s non-compliance.
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